[Music]
a few months ago I get a message
the go oddly is a quote from
darwin charles darwin the species that
survive are not the species the
stronger or smarter
but those that best adapt to
hockey changes between us I have nothing
including I laid them an emoji that
smile and there he answers me replaces
cash by the company the situation
then changed the companies that
survive are not the strongest nor
the smart ones but those who
best adapt to changes
agree very well but what is
it means adapting to changes
for françois and me a company that
adapt to changes it’s a
company that is creative productive
who identified himself and capture the
talents so to be productive and
creative
a company must strive to
recruit the best talent but in
more than recruit them
she must know retain engage
motivate besides talking to
commitment I would like to talk to you about
stone stone is a friend he comes all
just graduated he was hired
there is recently by the company its
dreams
some time ago I sent him a
message to know how is going his
new life and there he responds to me
the weekend stone at 25 is his
first job the work of his dreams
when he said to Francois has strongly this
weekend is monday late morning
real shock for us we surrender
do not really want to live
the same situation as yesterday just as he
we are two students in school of
trade and in a few months we
will have to answer the question that we
we pose since we are all
what do you want to do later
difficult question to answer it we have
felt the need to see something else
meet people different from
to learn to immerse ourselves in
companies with varied profiles
different with disruptive missions
that’s why we left for six
month six months go around the world to
the meeting of men and men and
women who work differently
who walks away
you are classic scheme of management of
companies from organizations that
manage to engage their
collaborators to involve them to win
in creativity in productivity in power
innovation
this adventure is around the world
adventurers of innovation
managerial
the adventurers of innovation
managerial
it’s two students 5 continents
fourteen countries fifty
of companies visit 173 days of
journey and thousands of memories with
françois we left on July 2nd we
returned on December 23 to the meeting
of these companies from its managers who
works differently to show to
stone that they exist and at the four
corners of the world
the first question we asked ourselves
how to be sure that the company
for which I work is the right one
with all that implies
will I be good
person for the company but also
will I be able to flourish
in this one is what I’m going to
evolve within this company
among all the companies we have
met two of them illustrate
very well this example this question
with françois we are in phnom penh at
Cambodia
we have an appointment with old says to a
marketing agency that employs a
Thirty people via Christmas
founder receives us he explains us
his particular method for recruiting
future employees
otherwise your opinion at old dia on
spends three interviews will pass a
interview with someone who will be of a
hierarchical level superior to ours
we will have an interview with a
collaborator who will be of the same level
hierarchical but we also see
an interview with someone we will be
brought to manager however we do not know
who is who then the three people
find themselves
she asks are we
employ or not this candidate if they are
disagree it’s the person who has the
lowest hierarchical level that will be
decision maker of the shot when we work
at via recruitment is legitimate its
pocket the second company sees the
things totally differently for this
online shoe seller de las
vegas the important thing is to have some
employees actually in step with the
atypical culture of the company
why during the last stage of
recruitment we propose two thousand
dollars to the candidates for them
refuse work so if the candidate
accept the job and draw a line
on those two thousand dollars
it’s sure he’s motivated
by companies by the by post
and who will really be in step with the
corporate culture
as for the company is sure that its
employee will not be motivated only
by money but also by his mission
by his daily work the
recruitment is important but it makes
not every stone tells us they
accumulate hours he returned late
he sleeps little they arrive early at the office
in the morning but he does not know he does not know if
it’s the employees consider
he does a good job he does not know
how to position oneself in the company
there is a problem of recognition with
Francois today we say he
we need to talk about two companies
to stone one we met at
vietnam and another we saw in rio at
Brazil
where the post had more than 1500
employees cyclo small business of
software development located at
vietnam there is only one
twenty-one cyclo to a method well to
she to recognize the work of her
employees
the daily distribution of tacos ok
we do not speak of worms and acoss but of
virtual tacos emoji exchange on
the internal discussion of the company
so every day every
collaborators the door the possibility
to distribute up to three halak tacos
to their colleagues to thank them for
something in particular for a
help on a project an attention
special
a job well done once these
stacks accumulate one can trade them
counted objects to improve
everyday at work or so we can
also use it to pay
team building activities realized
with his fellow tacos it’s fine
that’s not all the recognition can
also go through the money for that we have
saw a company in brazil to rio that
is called daiichi labs that was inspired
the mobile dating app
tender every four months
every employee of the company
he sees the faces of others
collaborators scroll seven people
sweep right if she feels that the
collaborator must earn more than him to
left if he feels he has to win
least in the end a ranking and created in
function of the response of all
collaborators of this ranking is
indexed premiums for any
now
therefore based on these premiums
we know where we are we know how
the collaborators judge our work and
we have a financial reward for
improve
stone would have also liked that the
companion when the guide we make him
feedback from critics’ advice
constructive so-called
commonly feedback
so what about the feedback we have
seen a lot of things in the business
among these among his finds a
company in dubai had created his own
between his own application
among the features of this
application we could give a
anonymous and spontaneous feedback to his
colleagues at any moment I
could decide on the application of
make a return on the work of a
colleague on managing a project on
the overall operation of the company
anonymously
this company is the agency
dubaiote of omnicom media group a
company with more than 70,000
people around the world
omnicom media group has made the choice of
do send feedbacks so
anonymous
on the contrary, we were in the United States
adventura where we met we visited
patagonia patagonia company has
chose something quite
different at patagonia you will not have
no feedback if you do not ask
not a circle of trust
where the feedbacks and is sent to
patagonia they are received also omnicom
media group has chosen a
feedback
anonymous i know patagonia the feedbacks
are made face to face
so we see that there are two models
different in two companies
different in cultural settings and
totally different geographical
however we can not say that there is a
solution that works better than another
omnicom media group’s feedback works
in their context
in dubai that of patagonia is a
success ventured to the united states
patagonia is a company too
recognized for the other
this mission of his mission from his vision the
patagonia’s mission is to create the
best possible products causing the
less impact on the environment but
also to use the business world
to inspire and find solutions
facing the environmental crisis with
hugo when we had the opportunity
to exchange to discuss with employees
patagonia we were really hit
by their commitment by their
convictions
he was sincerely convinced that the
work that they realize and had a
sense it was beautiful to see
i will always remember cheaters
of crisis that could have spoken to us
for hours of patagonia his
history his commitment their commitment
for this mission besides sheepers
even stirred us to surf with him
to learn indeed and yes to g
patagonia your manager can not you
refuse the right to surf if the
waves are good concretely how
we can make sure that what is done
now
the mission of the company the vision
that it transmits and respected in
everyday actions I know
patagonia there is a team that is
dedicated to that
this team will say if this or that
action such or such product respects the
standards that patagonia has set itself this is
that palau haiti in singapore calls are
ethical lab there too a group
of employees status whether or not a
contract respects the values of
now
so never will an employee have to
work for a customer who is in
disagree with his convictions
so the company has motivated employees
committed and illustrating to the faithful very
well all these companies use
different tools
these tools may relate to the framework of
job
the mission of the company the
pay the feed back as we have
seen or even recognition
if all these tools all these methods
all these practices constitute
the identity of the company
what we can call his culture we saw
cultures of all types of companies
of all types in any country of all
sizes also these companies have
absolutely nothing at the controls at first
view
and yet and yet something
connects them there is a unit in these
business
these companies have bet on the man on
the collaborator on the person and in
betting on that they managed to be
productive creative and to retain its
talents that it constitutes the company
after all tomorrow’s business the one
in which stone works is this
that it would not be a business on
measure and what is meant
precisely by custom-made company a
customized company it would be for
hugo and me a company in which
who and who manages to engage his
employees its employees
those who have the means to
become more creative to become more
productive employees and its employees who will
also ensure that the company
constantly reinventing a business
so it’s a company on
measure for employees
a company that knows how to transmit a
vision and make sure that this
vision is respected in the action of
every day the customized company
it is also a tailor made company
for its employees a company
which is worn by his collaborators and
who makes sure that every day these
same employees have the possibility
to create the tools to develop
this enterprise
finally a tailor made company
a company that is able to evolve
to adapt to the context with all the
employees who makes it our turn
so we hurried to say to stone
yes, this customized company
exists it exists we have seen in five
continents so if it exists it remains
more than stone you françois or me
to be actors of this great
transformation that is at stake in the four
corners of the world
thank you
[Applause]
a few months ago I get a message
the go oddly is a quote from
darwin charles darwin the species that
survive are not the species the
stronger or smarter
but those that best adapt to
hockey changes between us I have nothing
including I laid them an emoji that
smile and there he answers me replaces
cash by the company the situation
then changed the companies that
survive are not the strongest nor
the smart ones but those who
best adapt to changes
agree very well but what is
it means adapting to changes
for françois and me a company that
adapt to changes it’s a
company that is creative productive
who identified himself and capture the
talents so to be productive and
creative
a company must strive to
recruit the best talent but in
more than recruit them
she must know retain engage
motivate besides talking to
commitment I would like to talk to you about
stone stone is a friend he comes all
just graduated he was hired
there is recently by the company its
dreams
some time ago I sent him a
message to know how is going his
new life and there he responds to me
the weekend stone at 25 is his
first job the work of his dreams
when he said to Francois has strongly this
weekend is monday late morning
real shock for us we surrender
do not really want to live
the same situation as yesterday just as he
we are two students in school of
trade and in a few months we
will have to answer the question that we
we pose since we are all
what do you want to do later
difficult question to answer it we have
felt the need to see something else
meet people different from
to learn to immerse ourselves in
companies with varied profiles
different with disruptive missions
that’s why we left for six
month six months go around the world to
the meeting of men and men and
women who work differently
who walks away
you are classic scheme of management of
companies from organizations that
manage to engage their
collaborators to involve them to win
in creativity in productivity in power
innovation
this adventure is around the world
adventurers of innovation
managerial
the adventurers of innovation
managerial
it’s two students 5 continents
fourteen countries fifty
of companies visit 173 days of
journey and thousands of memories with
françois we left on July 2nd we
returned on December 23 to the meeting
of these companies from its managers who
works differently to show to
stone that they exist and at the four
corners of the world
the first question we asked ourselves
how to be sure that the company
for which I work is the right one
with all that implies
will I be good
person for the company but also
will I be able to flourish
in this one is what I’m going to
evolve within this company
among all the companies we have
met two of them illustrate
very well this example this question
with françois we are in phnom penh at
Cambodia
we have an appointment with old says to a
marketing agency that employs a
Thirty people via Christmas
founder receives us he explains us
his particular method for recruiting
future employees
otherwise your opinion at old dia on
spends three interviews will pass a
interview with someone who will be of a
hierarchical level superior to ours
we will have an interview with a
collaborator who will be of the same level
hierarchical but we also see
an interview with someone we will be
brought to manager however we do not know
who is who then the three people
find themselves
she asks are we
employ or not this candidate if they are
disagree it’s the person who has the
lowest hierarchical level that will be
decision maker of the shot when we work
at via recruitment is legitimate its
pocket the second company sees the
things totally differently for this
online shoe seller de las
vegas the important thing is to have some
employees actually in step with the
atypical culture of the company
why during the last stage of
recruitment we propose two thousand
dollars to the candidates for them
refuse work so if the candidate
accept the job and draw a line
on those two thousand dollars
it’s sure he’s motivated
by companies by the by post
and who will really be in step with the
corporate culture
as for the company is sure that its
employee will not be motivated only
by money but also by his mission
by his daily work the
recruitment is important but it makes
not every stone tells us they
accumulate hours he returned late
he sleeps little they arrive early at the office
in the morning but he does not know he does not know if
it’s the employees consider
he does a good job he does not know
how to position oneself in the company
there is a problem of recognition with
Francois today we say he
we need to talk about two companies
to stone one we met at
vietnam and another we saw in rio at
Brazil
where the post had more than 1500
employees cyclo small business of
software development located at
vietnam there is only one
twenty-one cyclo to a method well to
she to recognize the work of her
employees
the daily distribution of tacos ok
we do not speak of worms and acoss but of
virtual tacos emoji exchange on
the internal discussion of the company
so every day every
collaborators the door the possibility
to distribute up to three halak tacos
to their colleagues to thank them for
something in particular for a
help on a project an attention
special
a job well done once these
stacks accumulate one can trade them
counted objects to improve
everyday at work or so we can
also use it to pay
team building activities realized
with his fellow tacos it’s fine
that’s not all the recognition can
also go through the money for that we have
saw a company in brazil to rio that
is called daiichi labs that was inspired
the mobile dating app
tender every four months
every employee of the company
he sees the faces of others
collaborators scroll seven people
sweep right if she feels that the
collaborator must earn more than him to
left if he feels he has to win
least in the end a ranking and created in
function of the response of all
collaborators of this ranking is
indexed premiums for any
now
therefore based on these premiums
we know where we are we know how
the collaborators judge our work and
we have a financial reward for
improve
stone would have also liked that the
companion when the guide we make him
feedback from critics’ advice
constructive so-called
commonly feedback
so what about the feedback we have
seen a lot of things in the business
among these among his finds a
company in dubai had created his own
between his own application
among the features of this
application we could give a
anonymous and spontaneous feedback to his
colleagues at any moment I
could decide on the application of
make a return on the work of a
colleague on managing a project on
the overall operation of the company
anonymously
this company is the agency
dubaiote of omnicom media group a
company with more than 70,000
people around the world
omnicom media group has made the choice of
do send feedbacks so
anonymous
on the contrary, we were in the United States
adventura where we met we visited
patagonia patagonia company has
chose something quite
different at patagonia you will not have
no feedback if you do not ask
not a circle of trust
where the feedbacks and is sent to
patagonia they are received also omnicom
media group has chosen a
feedback
anonymous i know patagonia the feedbacks
are made face to face
so we see that there are two models
different in two companies
different in cultural settings and
totally different geographical
however we can not say that there is a
solution that works better than another
omnicom media group’s feedback works
in their context
in dubai that of patagonia is a
success ventured to the united states
patagonia is a company too
recognized for the other
this mission of his mission from his vision the
patagonia’s mission is to create the
best possible products causing the
less impact on the environment but
also to use the business world
to inspire and find solutions
facing the environmental crisis with
hugo when we had the opportunity
to exchange to discuss with employees
patagonia we were really hit
by their commitment by their
convictions
he was sincerely convinced that the
work that they realize and had a
sense it was beautiful to see
i will always remember cheaters
of crisis that could have spoken to us
for hours of patagonia his
history his commitment their commitment
for this mission besides sheepers
even stirred us to surf with him
to learn indeed and yes to g
patagonia your manager can not you
refuse the right to surf if the
waves are good concretely how
we can make sure that what is done
now
the mission of the company the vision
that it transmits and respected in
everyday actions I know
patagonia there is a team that is
dedicated to that
this team will say if this or that
action such or such product respects the
standards that patagonia has set itself this is
that palau haiti in singapore calls are
ethical lab there too a group
of employees status whether or not a
contract respects the values of
now
so never will an employee have to
work for a customer who is in
disagree with his convictions
so the company has motivated employees
committed and illustrating to the faithful very
well all these companies use
different tools
these tools may relate to the framework of
job
the mission of the company the
pay the feed back as we have
seen or even recognition
if all these tools all these methods
all these practices constitute
the identity of the company
what we can call his culture we saw
cultures of all types of companies
of all types in any country of all
sizes also these companies have
absolutely nothing at the controls at first
view
and yet and yet something
connects them there is a unit in these
business
these companies have bet on the man on
the collaborator on the person and in
betting on that they managed to be
productive creative and to retain its
talents that it constitutes the company
after all tomorrow’s business the one
in which stone works is this
that it would not be a business on
measure and what is meant
precisely by custom-made company a
customized company it would be for
hugo and me a company in which
who and who manages to engage his
employees its employees
those who have the means to
become more creative to become more
productive employees and its employees who will
also ensure that the company
constantly reinventing a business
so it’s a company on
measure for employees
a company that knows how to transmit a
vision and make sure that this
vision is respected in the action of
every day the customized company
it is also a tailor made company
for its employees a company
which is worn by his collaborators and
who makes sure that every day these
same employees have the possibility
to create the tools to develop
this enterprise
finally a tailor made company
a company that is able to evolve
to adapt to the context with all the
employees who makes it our turn
so we hurried to say to stone
yes, this customized company
exists it exists we have seen in five
continents so if it exists it remains
more than stone you françois or me
to be actors of this great
transformation that is at stake in the four
corners of the world
thank you
[Applause]
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